Elder Meetings: Distinctive Rules for Discussion

Talking to some members, it appears that there is some interest in finding out a bit more about the work of the Elders. So let this be the first of some random snapshots of elder council background.

About ten years ago the elders adopted three simple “rules” that might, at first, seem to be a bit simplistic. Simple or not they have had significant impact on our decision making. Any participant can appeal to these rules any time in a meeting.

• The “5 minute rule“. No new idea may be “shot down” until it has had at least 5 minutes to live. This helps to stimulate positive, creative discussion. “Let it live” is often heard when a new idea seems to be taking immediate criticism. I can’t say that the majority of ideas make it to minute six, but at least they have a chance to be heard.
• The “they rule“. Names or specifics are to be used when communicating information from others. “They say,” “Lot’s of people say,” “everyone says” etc, are not acceptable. Sometimes “everyone” is in actuality a very small group. It is not uncommon for staff or elders to ask something like, “who specifically has made those statements?” 
• “Talking after the fact” is non-productive and should only be done if new facts come to light.In other words, once a decision is made we consider it made. There is nothing productive in continuing to go back and rehash issues and decisions without good reason.

They say that these rules have had great impact on the effectiveness of many discussions over the past years.

A Season of Staffing

Since Crossroads is facing a staffing challenge this Spring I thought that I’d summarize some important principles regarding staffing that guide our leadership beyond the mere financial considerations.

• Volunteers. A basic philosophical principle for staffing at Crossroads is the development and use of volunteer leaders and workers within ministries as much as possible, in both shepherding and administrative roles.
• The need for compensated staff. Paid staff is considered when a ministry develops beyond the ability  of its volunteer workers to continue its vitality and growth (due to lack of specialized skills and/or time); and if the Elders determine that the ministry is essential to carrying on the goals and priorities of the church. As a rule, staff is not be hired to start ministries that do not currently exist in some form.
• Goals of the Church. A ministry position (and staff category) is evaluated in light of intentional commitments to ministry and goals as developed by the staff and elders.
• Goals of current staff. The goals and direction (both ministry and personal) of current pastoral staff is normally taken into account, evaluated, and prioritized as part of any long-term staffing decisions. Not only does  this help staff stay aggressive and creative, it also helps them to strategize and plan better, and chart a course for personal development.
• Source of Staff. As a rule, leadership should be developed from within the congregation before searching outside the congregation.

We are currently seeking to fill four ministry staff positions — Children’s Ministries, Adult Ministries, Junior High Director, and College Director. More about these in the next few posts.